In Studies C1 and C2, participants perceived sexual harassment claims to be less credible and the harassment itself to be less psychologically harmful when the victims were nonprototypical women rather than prototypical women. This research offers theoretical and methodological advances to the study of sexual harassment through social cognition and prototypicality perspectives, and it has implications for harassment reporting and litigation as well as the realization of fundamental civil rights. For materials, data, and preregistrations of all studies, see https//osf.io/xehu9/. (PsycInfo Database Record (c) 2021 APA, all rights reserved).People seek to detect who facilitates and who impedes their goal pursuit. https://www.selleckchem.com/products/NVP-ADW742.html The resulting relevance appraisals of opportunity and threat, respectively, can strongly shape subsequent social judgment and behavior. However, important questions about the nature of relevance appraisals remain unanswered Are relevance appraisals unidimensional or multidimensional? Are people evaluated as generally posing opportunities and/or threats, or as dynamically relevant depending on perceiver goals? We test two hypotheses. First, we propose that opportunity and threat are appraised independently, rather than as endpoints of a single dimension. If so, then others can be evaluated as (a) facilitating a goal, (b) impeding a goal, (c) both facilitating and impeding a goal, or (d) neither facilitating nor impeding a goal. Second, we hypothesize that relevance appraisals shift dynamically with perceiver goals. For example, a single person may be appraised as facilitating one's mate-seeking goal, but as neither facilitating nor impeding one's self-protection goal. In two studies, participants rated the extent to which a variety of targets (e.g., a doctor, a 5-year-old child) pose threats and opportunities to different goals. Confirmatory factor analyses support both hypotheses. We also explore relationships between the Relevance Appraisal Matrix and the stereotype content (Fiske et al., 2002) and ABC (Koch et al., 2016) models of stereotypes, finding evidence that relevance appraisals are distinct from stereotypes of group attributes. In sum, we provide a framework for understanding the structure of relevance appraisals A central and consequential, yet dynamic and relatively understudied, aspect of social cognition. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Employees exert emotional effort in order to perform their work effectively, albeit to varying degrees based on their occupation. These emotional job demands (EJDs) affect employees' well-being, yet evidence is mixed as to whether these effects are positive or negative. One limiting factor in extant studies is that they investigated short-term effects or cross-sectional relationships between EJDs (usually assessed at the employee level) and work outcomes. The present study used an accelerated longitudinal design with a 10-year timespan of data (effectively covering the whole working lifespan) to test the effects of EJDs at the occupational level on long-term trajectories of well-being. Drawing on the model of strengths and vulnerabilities integration (SAVI) from the lifespan psychology literature, we tested three competing effects an experience effect (EJDs predict increased well-being), a vulnerability effect (EJDs predict diminished well-being), and an overload effect (a non-linear relationship in which very high levels lead to more unfavorable trajectories). Using data of N = 2,478 working adults in Germany drawn from the Socioeconomic Panel Study (SOEP), in tandem with data on EJDs from the Occupational Information Network (O*NET), we found an overload effect of EJDs on trajectories of positive affect and job satisfaction. However, EJDs did not influence trajectories of negative affect. We discuss the implications of our findings for theory and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).We examine how team members respond to the inclusion of new members' physical attractiveness and sex. Drawing on Social Exchange Theory, we argue and show that incumbent team members engage in three behaviors (mimicry, ingratiation, and challenging) in response to the inclusion of more or less attractive male or female members in their team. Using a multilevel experimental design, we show that existing team members mimic newcomers who are higher on physical attractiveness and that the effect is more pronounced when there is a sex match (i.e., existing males mimic new males more). Furthermore, they ingratiate toward the physically attractive newcomers who are also committed to the task. In addition, we find that existing team members challenge physically attractive females who are committed to the task. Our findings suggest that the basic combinations of primary cues of newcomers' characteristics affect intrateam behaviors and produce different outcomes across sexes for attractiveness. By shifting the attention to the effect that newcomers have on team behaviors, the study provides novel insights for scholars that help move the discussion of team membership changes beyond the traditional accounts of new member socialization and team effectiveness. (PsycInfo Database Record (c) 2021 APA, all rights reserved).Posttraumatic stress disorder (PTSD) has a specified precipitant (i.e., trauma), and thus, is particularly well-suited to examine risk and maintenance factors for the development of the disorder. The Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition (DSM-5) alternative model of personality disorder (AMPD) is based, in part, on a dimensional trait model; previous research suggests that personality traits are related to PTSD symptoms. To date, there is little research examining this model with regard to PTSD symptoms, and such research could elucidate new strategies for identification and prevention. The present study investigates associations between AMPD traits and PTSD symptoms in a cross-sectional high-risk sample (N = 490; 100% female; 97.8% African American) and in a prospective, longitudinal sample of Level 1 trauma center patients (N = 185; 46.8% female; 72.5% African American). The Personality Inventory for DSM-5 Brief Form domains were significantly associated with PTSD total symptom severity and symptom clusters across both self-report and clinical interview measures.